Difference Between Recruitment And Selection 3j3b4a

Difference Between Recruitment and Selection

Recruitment is a process of searching out the potential applicants and inspiring them to apply for the actual or anticipated vacancy. On the other hand, Selectionis a process of hiring employees among the shortlisted candidates. Due to increase in population, getting a good job is not an easy task. Employers want the right candidate for the concerned position,. The large supply of workforce has given them the opportunity to select the best talent. Nowadays, there is a very long procedure for appointment of an employee for a post. There are two major stages which may be heard by you hundreds and hundreds of times, they are recruitment and selection. Most of us view them as the same thing. But, they are quite different in meaning and behavior. Let’s understand the difference between recruitment and selection in details.

Comparison Chart

BASIS FOR COMPARISON

RECRUITMENT

SELECTION

Meaning

Recruitment is an activity of searching and hiring the right candidate for a particular post.

Selection is a part of recruitment activity, in which the recruiter chooses the best employee among the shortlisted candidates for the job.

Approach

Positive

Negative

Objective

Inviting more and more candidates to apply for the vacant post.

Picking up the best candidate and rejecting the rest.

Key Factor

Advertising the job

Appointment of the candidate

Sequence

First

Second

Process

Simple

Complex

Definition of Recruitment Recruitment is a process of finding out the prospective applicants and stimulating them to apply for the vacancy. It is a long process which involves a series of activities that starts from analyzing the job requirements and ends on the appointment of the employee. The activities involved in the recruitment of employees are as under: 

Analyzing job requirement



Advertising the vacancy

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Attracting candidates to apply for the job



Managing response



Scrutiny of applications



Shortlisting candidates



Conducting examination or interview



Making decisions regarding selection

The recruitment is done by the Human Resource managers either internally or externally. The sources of internal recruitment are: promotion, transfers, retrenched employees, or references, ex-employees, retired employees etc. On the other hand, sources of external recruitment are: recruitment through ment, campus recruitment, recruitment by employment exchanges, recruitment by third parties (recruitment agencies), internet recruiting, unsolicited applicants, etc.

Definition of Selection Selection is an activity in which the organization selects a fixed number of candidates from a large number of applicants. It involves the actual appointment of the employee for filling up the vacancies of the enterprise. The term selection means the placement of the right man at the right job. We all know that, a lot of people apply for a single job at the time of recruitment, in which the recruiters have to decide which candidate fits the best for the job. Selection also involves a set of activities which are given as under: 

Screening



Eliminating unsuitable candidates

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Conducting the examination like aptitude test, intelligence test, performance test, personality test etc.



Interview



Checking References



Medical Test

The process of selection is a time consuming one because the HR managers have to identify the eligibility of every candidate for the post. Besides this, the educational qualification, background, age, etc. are also some of the most important factors on which they have to pay more attention. After this the written examination and interview is also a very tough task.

Key Differences Between Recruitment and Selection 1. Recruitment is the process of finding and placing the right candidate for the vacant post. Selection means picking up the best candidate from the list of applicants for the job. 2. The major difference between the two is that Recruitment is a positive process as it attracts more and more job seekers to apply for the post. Conversely, Selection is a negative process as it rejects all the unfit candidates. 3. Recruitment consumes less time as the huge process needs hardly 4-5 days and identifying the vacancies and advertising and so on, but selection consumes more time as the employers need to give more and more emphasis on searching out the best candidate, so they judge each candidates on various parameters which ultimately takes time. 4. The activity of recruitment is quite simple because in this the recruiter do not have to pay more attention on scrutinizing the candidate, whereas selection is a complex activity because in this the employer wants to know every minute detail about each candidate so that he can choose the perfect candidate for his organization which needs thorough scrutiny. 5. The process of selection comes after recruitment.

Conclusion The success of any company depends upon its employees. If the employee is perfect for a job, then the whole organization will enjoy the benefits of its unbeatable success. Recruitment and selection helps in choosing the right candidate for the right post. It helps in reducing losses of an organization.

Difference Between Job Analysis and Job Description Job Description and Job Specification are the two products of Job Analysis. People have confusion regarding Job Analysis and Job Description as Job Description is the result of Job Analysis. Job Analysis means an in depth examination and evaluation of a particular Job. Job Description is a statement that characterizes of a particular job. At present, these two concepts have gained much importance because of extreme competition, all the organization wants to put the right man at the right job. But it can only be possible if you thoroughly investigate the details regarding to the Job. So here we are with our new topic, the difference between Job Analysis and Job Description.

Content: Job Analysis Vs Job Description Comparison Chart BASIS FOR COMPARISON

JOB ANALYSIS

JOB DESCRIPTION

Meaning

A deep research on a particular job to ascertain every small details about it, is known as Job Analysis.

A comprehensive job summary depicting the job contents in short but in an exhaustive manner.

What is it?

Process

Statement

Concept

A process of determining all the necessary requirements and aspects of a job.

A concise statement of what a job demands.

Incorporates

Tasks, responsibilities, skill, abilities, working conditions and adaptabilities of a certain job.

Duties and Responsibilities, authority, purpose and scope of a specific job.

Mode

Oral or Written

Written

Advantage

Helpful in Recruitment and Selection of manpower

Helpful in ascertaining whether an applicant is eligible as per the set standards.

Definition of Job Analysis Job Analysis is a detailed examination and evaluation of the job to determine the necessary information regarding the nature of the job. It includes thorough study, observation and reporting of what the job involves, qualifications of the job holder, working conditions, abilities, skills, competencies, duties, responsibilities etc. Job Description and Job Specification are the two products of Job Analysis. It is performed by an expert known as Job Analyst.

Information for job analysis may be collected through interviews of incumbents and supervisors, questionnaires, surveys, position analysis, checklists etc. Job Analysis is generally carried out to pick the appropriate candidate from a number of applicants who is best suited for the concerned job. The analysis may include research of necessary skills, knowledge and qualifications required for doing a job because every job is different in itself. The importance of Job Analysis in an organization is as under: 

Performance Appraisal



Compensation Management



Job Re-engineering



Health and Safety



Job Evaluation

Definition of Job Description Job Description is a written document which narrates the job contents in a systematic manner describing, What are the tasks performed by a worker? And How they are to be performed? It is prepared on the basis of Job Analysis and therefore, the effectiveness of Job Description depends on how well the procedure of Job Analysis is accomplished. Job Description is an explanatory prospectus, that records the job facts which are appropriate as well as authorized. It usually contains the following content: 

Introduction of job



Designation



Job Summary



Duties and Responsibilities



Training details



Authorities



Salary Range



Reporting authority



Performance Standards

Job Description is used as an important tool for eliminating the unfit applicants for the concerned job. Apart from that, it helped the organization to set standards for choosing the appropriate candidate for the job by asking relevant questions at the time of interview.

Key Differences Between Job Analysis and Job Description The following are the major differences between job analysis and job description: 1. The careful study of each and every aspect of a particular job is known as Job Analysis. A descriptive statement that lists out all necessary job facts is known as Job Description. 2. Job Analysis is performed first, on the basis of which Job Description is created. 3. Job Analysis can be done either orally or written. Conversely, Job Description is developed only in a written format. 4. Job Analysis is a process, whereas Job Description is a statement. 5. Job Analysis is a basis for Job Evaluation but with the help of Job Description ment for the job can be placed for recruitment purposes.

Conclusion Job Analysis is a function conducted by the Job Analyst taking the whole staff of the organization into consideration. In this process first of all the collection of background information is done in which the details of a particular job are extracted in relation to other jobs. Thereafter the job data are collected from the seniors, juniors, co-workers etc. A trade job analyst is appointed to watch the employees while they perform the job.

Finally, job description and job specification are created on the basis of the collected information and facts. So the candidates must possess the qualifications as described in the Job Description.

Difference Between Job Description and Job Specification In our earlier article we discussed about the difference between Job Analysis and Job Description. Job Description is derived from Job Analysis, in the same way, Job Specification is the output of Job Description. Job Description is a statement which explains the essential needs of a job. On the other hand, Job Specification is a statement which states the least qualifications, required in the job holder for the performance of a particular job. Most management students are puzzled when they are asked to distinguish the two. Although, they are very important part of Human Resource Management. So, in our today’s topic we are going to explain the major difference between Job Description and Job Specification.

Content: Job Description Vs Job Specification Comparison Chart BASIS FOR COMPARISON

JOB DESCRIPTION

JOB SPECIFICATION

Meaning

Job Description is a concise written statement, explaining about what are the major requirements of a particular job.

The statement which explains the minimum eligibility requirements, for performing a particular job is known as Job Specification.

What is it?

It expresses what a prospective employee must do when he will get the placement

It expresses what an applicant must possess for getting selected.

Prepared from

Job Analysis

Job Description

Describes

Jobs

Job Holders

Comprises of

Designation, place of work, scope, salary range, working hours, responsibilities, reporting authority etc.

Educational qualifications, experience, skills, knowledge, age, abilities, work orientation factors, etc.

Definition of Job Description A simple, organized and brief statement in written form, containing a list of all the essential requirements of the job, along with a summary of duties and responsibilities to be performed by the job holder is known as Job Description. It is the immediate and the primary output of Job Analysis. In short, it is a statement that captures all the relevant facts related to a specific job. Job description shows a clear picture of the nature of each job with respect to the tasks and occupational needs. It is an accurate and authorized record of job contents. It incorporates major authorities, duties, scope of work, role

and purpose. It is a comprehensive job summary that all the necessary details are extensively curtailed in a concise way. It defines the primary and secondary conditions required for the performance of the concerned job. It is easy with the help of the job description to legitimize rewards and punishments if the applicants do not satisfy the job requirements. Moreover, it is also easy to identify the training requirements of the job holder.

Definition of Job Specification A statement that expresses the minimum qualification and qualities required, for the performance of a particular job is known as Job Specification. It is also termed as Man Specification or Person Specification or Employee Specification. Job Specification is prepared on the basis of Job Description which states the characteristics that an employee should have, in order to hold the job. It converts the job description in of pertinent human qualifications which are demanded by the job. It is developed in consultation with the supervisor and the human resource manager. The creation of job specification is not an easy task, because sometimes it seems difficult to classify that whether a particular requirement is compulsory or desirable. However, it helps to ascertain that, on what basis a person is recruited and examined. Some common specifications are as under: 

Physical features: Height, weight, vision etc.



Demographic features: Age, experience, gender, education, skills, abilities etc.



Psychological features: Mental ability, alertness, sharpness, aptitude, reasoning etc.



Personal features: Attitude, behavior, etiquette, manners etc.

Key Differences Between Job Description and Job Specification The following are the major differences between job description and job specification: 1. Job Description is a descriptive statement that describes the role, responsibility, duties and scope of a particular job. Job Specification states the minimum qualifications required for performing a particular job. 2. Job Description is the outcome of Job Analysis while Job specification is the result of Job Description. 3. Job Description describes jobs, but Job Specification describes job holders. 4. Job description is a summary of what an employee will do after getting selected. Conversely, Job Specification is a statement showing what a person must possess for getting selected. 5. Job Description contains designation, place of work, scope, working hours, responsibilities, reporting authority, salary range, etc. On the other hand, Job Specification contains educational qualifications, experience, skills, knowledge, age, abilities, work orientation factors, etc.

Conclusion Recruitment is a very difficult task, as it involves a chain of activities. The first step for it is job analysis, which is conducted by employing various methods like surveys, questionnaires, interviews etc. After that a statement is prepared about, what a particular job demand and that statement is known as Job Description and this statement is the mirror of Job Analysis. With the help of Job Description, Job Specification is created, which specifies the precise human requirements of the Job, through which an ment can be placed for such recruitment and on the basis of Job Specification selection of the candidate is possible.